For workplaces looking to take on a culture alignment plan, it can be helpful to first understand existing routines, processes, and habits and what they reveal. Here is how leaders can start that process. 

• Culture work is analytical, not (just) philosophical. Before aligning culture with strategy, leaders should understand the existing culture. Inspecting culture work with genuine curiosity can help leaders do so. Examples include meeting discipline, decision-making norms, and office layout. Thoughtful analysis can help leaders understand how circumstances team members face daily could contribute to the misfit between culture and strategy.
• Target change at the middle level. Culture changes often take place on a macro-level, with a top-level vision for the needed culture cascading, or a micro-level. However, there are some levers management can control that can help shape the structure of a workplace. These include hiring policies, performance management, training and leadership development, and team decision processes. These elements shape how work is done and can determine whether strategic priorities can be translated into everyday actions.

For more information, read “Aligning Strategy and Culture: The Magic Is in the Middle” from INSEAD.